Human Resource ABCs

Many managers think of their employees as “A, B or C” employees. In some cases, companies actually get rid of “C” employees on a regular basis. I’ve never seen anyone actually define what it means to be an A, B or C employee so I took it upon myself to outline how I think it breaks down:

A employee- takes the company forward in a meaningful way. Goals are benchmarks, not the end game. Puts the needs of the overall business first with an understanding that personal rewards follow corporate gains. Bolster’s team spirit through optimism, energy, creativity and respect.

B employee- maintains the status quo, service the business well, strives to meet goals. Focuses on personal compensation, but is happy when the company succeeds

C employee- has a negative impact on the overall growth and expansion of the team’s efforts. Brings negativity and skepticism to the process, builds walls in an attempt to protect their job knowing that it may be in jeopardy. Blames others for failure and lack of advancement.

A

B

C

Measuring personal success

Business results

Hours on the job, effort expended

Not getting fired

Management

Works independently

Relies on manager to make big decisions. Wants people to tell them what to do

Blames manager for problems

Meetings

Challenges others, is comfortable debating issues until it’s resolved. Accepts and supports the decision of the team

Participates, but mostly takes notes looking for to-do items, keeps opinions to themselves. Resents team decisions that don’t align with their own.

Tries to avoid new responsibility and accountability. Keeps mouth shut

Mistakes

Brings them to management’s attention and is prepared with possible solutions

Looks to manager for resolution

Covers tracks

Initiative

Looks for what needs to be done and then does it to the best of their abilities.

Does what is asked, but fills in the blanks to deliver a complete final product

Does minimum asked, sits and waits for next assignment

Job satisfaction

High satisfaction

Sufficiently satisfied

Considers job a grind, lacks fulfillment

Compensation

Understands that high performance brings rewards, comfortable with performance-based compensation

Focused on current compensation, doesn’t mind benefiting even when company struggles, believes bonuses are outside their control

Focuses on cost-of-living adjustments. Wants more money for doing same work

Priorities

Puts the needs of the overall business and investors in the center of all decisions

Places emphasis on rewards for themselves and their personal relationships

Looks out for themselves

Productivity

Goes above-and-beyond to deliver results

Performs as expected by job requirements

Puts forth minimum effort

Work schedule

Works a full week and is available after-hours, pitches in where help is needed

Counts hours and avoids more than 40 hours per week unless absolutely necessary

Counts minutes, asks for extra compensation for extra work

Change

Embraces change and looks for ways to improve performance. Understands that better always means different

Avoids change but will try new things if requested. Reverts back to old ways quickly

Avoids change, blames new ideas for problems

Attitude

They think of themselves as optimistic

They think of themselves as “realistic,” which is silly because nobody can really know what’s going to happen.

They are pessimistic

Teamwork

Sees themselves as an important part of the team

Sees themselves as a cog in the machine

Looks out for #1

Priorities

Corporate/Investors/Owners

Co-workers

Self

Knowledge

Values and develops relationship skills and finds ways to bring people together. Becomes a student of the industry, shares new learning with others

Concentrates on domain expertise and completing tasks

Learns minimum to perform job

Information

Disseminates information throughout organization

Uses information to do job

Hordes information to protect job

Problem solving

Is energized by creative problem-solving

Brings problems to others for solutions

Complains about problems

Relationships

Works effectively across all levels and departments of organization

Forms solid, positive relationship with peer groups

Brings others down, tries to get them on their side and against the organization

Feedback

Asks for feedback and accepts constructive criticism as an important part of their future. Accepts and appreciates complements